Sexual Harassment Training Requirements by State (USA): A Comprehensive Guide

Sexual harassment is a serious issue that can harm employees and employers alike.

In 2022, several cases of sexual harassment and retaliation resulted in lawsuits and settlements in the U.S.

One example involved a staffing company and a shipbuilder that had to pay $350,000 to three female workers who were harassed and fired by a male supervisor.

There were similar cases of McDonald’s, Armed Forces Service Corporation, Kelley Williamson Company, and more.

Many employers are unaware of the legal and financial risks of sexual harassment, as well as the training requirements in different states.

Some states mandate sexual harassment training for all employees, while others only recommend it. However, the Equal Employment Opportunity Commission (EEOC) advises employers to provide such training at regular intervals regardless of the state laws, to prevent and address incidents of harassment.

This blog will help you understand the sexual harassment training requirements in each state, so you can comply with the law and create a safe work environment for your employees.

Let’s dive in.

What Is Sexual Harassment Training?

Before we define sexual harassment training, let’s understand what constitutes harassment.

The EEOC defines sexual harassment in the following way:  It is against the law to subject an employee to harassment based on their sex. Harassment may come in several forms, which also include “sexual harassment”, and it may be in the form of: requests for sexual favors unwelcome sexual advances other forms of verbal or physical sexual harassment According to the law, frequent or severe harassment is illegal. It creates an unsafe and hostile work environment and may lead to adverse employment decisions, such as demotion or termination. The harasser could be anyone - it can be: the victim’s manager or supervisor a colleague a supervisor from another department client or a customer

Sexual harassment training is so much more than just an educational program.

It’s a crucial step towards creating a safe and respectful workplace.

Sexual harassment training is a program that aims to educate individuals on the different types and forms of harassment and the strategies to prevent them.

The training also includes steps to report and address incidents of sexual harassment, giving everyone the confidence to speak out and seek help when needed.

By raising awareness, sexual harassment training helps build a workplace where everyone knows their rights and responsibilities, and can feel valued and respected.

Training empowers employees, supervisors, and managers to stand against violence and discrimination.

 Watch: What Is Sexual Harassment Training?

Employee Training Requirements by State

Sexual harassment is a heartbreaking reality that affects millions of employees across the United States.

Imagine millions of people going to work every day, feeling unsafe and disrespected.

It’s a tragedy.

As per statistics, 43% of men and 81% of women have been victims of sexual harassment. These numbers are alarming and should shake us to our core.

Honestly, it can be difficult to avoid situations involving sexual harassment completely.

And what’s worse?

Many people lack the knowledge to recognize it when it happens.

According to a survey, 32% of individuals were unaware that certain jokes could be considered misconduct. This lack of awareness only aggravates the problem.

We must do better and educate ourselves and one another on what constitutes sexual harassment in the workplace to stand up against it and create a safer, more respectful work environment.

Let’s now check out an actual case study that highlights the significance of sexual harassment prevention training and the importance of maintaining a safe workplace.

Ford Motor, a Fortune 500 company, was sued by the Equal Employment Opportunity Commission (EEOC) for claims of sexual harassment and discrimination.

As a result of the federal case, Ford Motor had to pay up to $10.1 million in a settlement.

The lawsuit pertained to allegations of sexual and racial harassment by a group of employees at two of Ford’s facilities in the Chicago region. The EEOC conducted an investigation, gathered evidence to support the claims, and demonstrated that the company had retaliated against those who reported the harassment.

To settle with the EEOC, Ford Motor agreed to conduct new training programs focused on anti-harassment policies. It’s a step in the right direction but also a stark reminder that even the biggest companies are not immune to this issue.

So, what is the takeaway from the above example?

This case highlights the importance of preventing and addressing workplace harassment, discrimination, and retaliation. Employers and those at managerial and supervisory levels have a legal and ethical responsibility to provide a safe and respectful work environment for all employees, regardless of gender, race, or other personal characteristics. Failure to do so can result in costly legal settlements, damage to the company’s reputation, and loss of employee morale and productivity.

In this context, let’s check out the meaning of sexual harassment, training requirements, and consequences of non-compliance with the training requirements for each state.

1. California 

What is sexual harassment according to California law?

California sexual harassment laws are regulated by the Fair Employment and Housing Act (FEHA).

Sexual harassment, as defined by the California Fair Employment and Housing Act (FEHA), is a kind of illegal employment discrimination that includes verbal or physical abuse or conduct, requests for sexual favors, and unwelcomed sexual advances that create an unsafe and hostile work environment and interferes with an individual’s work performance.

FEHA prohibits sexual harassment in all aspects of employment and requires employers to take reasonable steps to prevent and address sexual harassment complaints by employees by investigating the matter and taking corrective actions against alleged harassers.

The law also protects individuals from retaliation for reporting or opposing sexual harassment in the workplace.

Who is covered by the California (CA) sexual harassment training requirements?

Under California law, sexual harassment training is required for all employers with five or more employees.

The training requirements apply to all employees, including full-time, part-time, and temporary, including supervisors, and managers.

Additionally, any independent contractors, unpaid interns, or volunteers who work for the employer must also receive sexual harassment training.

Watch: What Are CA Sexual Harassment Training Requirements for Supervisors?

What are the training requirements in terms of frequency, duration, and content?

• All covered employees receive sexual harassment training at least once every two years.
• New employees must receive training within six months of hire or promotion to a supervisory level.
• Supervisors must receive two hours of sexual harassment prevention training, while non-supervisory employees must receive one hour of training.

In terms of content, the training must cover the following things:

• Definition of sexual harassment
• Examples of misconduct
• The employer’s responsibility to address sexual harassment
• Types of conduct prohibited
• The complaint process and legal remedies available to employees

Watch: What Are California Employee Sexual Harassment Training Requirements?

Are there any exceptions to the training requirements?

Yes, there are a few exceptions to the training requirements in California.

• Employers with less than five employees are not required to provide sexual harassment training.
• Temporary or seasonal employees who work for less than six months are not required to receive sexual harassment prevention training.
• Employees who have received sexual harassment prevention training from a previous employer within the previous two years are not required to receive the training again.
• Supervisory employees who have received sexual harassment prevention training within the previous two years are not required to receive additional training.

Though there are a few exceptions, the authorized bodies recommend that you provide information and guidance on sexual harassment.

What are the consequences of non-compliance with the training requirements?

If an employer fails to meet the sexual harassment prevention training requirements by the specified date, they can face punishment from the California Department of Fair Employment and Housing (DFEH).

The DFEH may audit the employer’s business to ensure that all employees have received the required training. The employer may be subject to hefty fines for non-compliance in case of a violation.

In addition to financial consequences, employers may face reputational harm and legal liability if a sexual harassment case arises. This can damage the business’s image and make it harder to recover than just paying fines.

Here is a case study to help you understand.

ABC Signature, a company owned by Walt Disney Co., agreed to pay $3 million to settle a lawsuit filed by the California Civil Rights Department. The lawsuit accused the company of sexual harassment and retaliation on the set of the long-running TV series "Criminal Minds," which airs on CBS. According to the lawsuit, Gregory St. Johns, the director of photography for the series, had created a hostile environment by engaging in sexual behavior for over 14 years. The harassment included inappropriate touching and caressing of multiple production crew members. As part of the settlement, ABC Signature would revise and distribute policies to all shows produced by the unit and take other steps to ensure that there are no unaddressed complaints of harassment and retaliation on set. The company will also provide annual compliance reports to the Civil Rights Department.

2. New York 

What is sexual harassment according to New York law?

According to New York State Law, sexual harassment is defined as gender-based discrimination, which involves any of the following:

• Unwelcome sexual advances
• Sexually colored remarks
• Verbal or physical conduct of a sexual nature
• Instances that cause a harmful work environment

Examples include:

• Unwanted touching
• Displaying pornographic images
• Pantomiming sex acts, comments or gestures
• Making derogatory comments about a person’s gender or sexual preferences

Who is covered by the New York (NY) sexual harassment training requirements?

The New York (NY) sexual harassment training requirements apply to all employers in the state, regardless of the size or industry.

This includes employers of all types, including

• Profit and nonprofit organizations
• State and local government agencies

Additionally, the requirements apply to all employees in the state of New York, including:

• Seasonal, temporary, part-time, and full-time workers
• Independent contractors, and freelancers in certain situations

Under New York State law, employers are required to provide supervisors and managers with sexual harassment prevention training that is separate from the training provided to all other employees.

Watch: How to Conduct New York Sexual Harassment Training for Supervisors | Course Introduction

What are the training requirements in terms of frequency, duration, and content?

As per the NY State law, employees should be trained once a year. Such training should be delivered as soon as possible after recruitment.

Employers can direct their employees to the Commission’s free online training.

The training must be at least two hours long for supervisors and managers.

Important Note: According to the New York laws (NYC Local Law 96 – 2018), employers should maintain employee training records for at least three years. Each employee should receive a certificate upon completion of the training program. 

The material should cover the following:

• An explanation of sexual harassment and its various forms.
• Examples of conduct that constitutes sexual harassment.
• Information about federal and state laws that prohibit sexual harassment.
• Information about the complaint process that can be followed by contacting the NYC Commission on Human Rights, the New York State Division of Human Rights, or the EEOC.
• An overview of the employer’s sexual harassment prevention policy.
• Information on employees’ rights and remedies regarding sexual harassment.
• An explanation of bystander intervention, including how to recognize and respond to sexual harassment.
• There should be a signed acknowledgment form that would serve as proof that each employee has completed the training on time.
• Details of the responsibilities of managers and supervisors in preventing harassment and retaliation and what steps they can take to appropriately address any complaints received.

Visit this page for more details.

Watch: What Are the NYS Sexual Harassment Training Requirements?

Are there any exceptions to the training requirements?

Yes, there are a few exceptions to the NY sexual harassment training requirements. Training is not mandatory if:

• Employees who have been employed for less than one year and  are not expected to work for more than 90 days.
• Employers can demonstrate that they have provided equivalent training to their employees within the previous year. However, this exemption is only available if the previous training covered the same information as the law requires.

It’s important to note that while these exceptions exist, they are limited and do not apply to all employers or situations.

What are the consequences of non-compliance with the training requirements?

As an employer in New York State and City, failure to comply with any regulations can result in multi-tiered government fines and legal actions.

In New York State, if you fail to prevent sexual harassment, you may violate labor law 201-G. Also, each instance of harassment will be considered as a separate violation.

Fines for non-compliance start at $100 for the first violation and increase for subsequent violations.

Now add the legal fees and victim payouts along with this.

Can you imagine the amount that you have to bear?

Such hefty expenses can amount to significant costs for mid-sized companies.

In New York City, “willful violations” of sexual harassment laws can result in civil penalties of up to $250,000.

The NYC Commission on Human Rights may assess damages and remedies for victims and require employers to undergo training or other forms of penance.

3. Illinois 

What is sexual harassment according to Illinois law?

The Illinois Department of Human Rights (IDHR) is responsible for enforcing the law and ensuring that employees are protected from sexual harassment in the workplace.

The IHRA states that:

• It is unlawful to make unwanted sexual advances or solicit sexual favors.
• Actions are considered illegal when an employee is coerced or pressured to submit to such behavior.
• Actions are considered illegal when an employee’s response to the conduct is used as a basis for employment decisions.

Furthermore, any conduct will be considered unethical or illegal if it hinders the employee’s job performance or creates a hostile work environment that ruins their mental peace and sanctity.

Who is covered by the sexual harassment training requirements?

The sexual harassment training requirements in Illinois cover all employees regardless of their position or status within the company.

This includes:

• Full-time, part-time, and seasonal workers
• Interns, contractors, and consultants

Note: The Illinois Workplace Transparency Act (IWTA) has provisions that hold employers accountable for any instances of harassment towards non-employees who provide services under a contract. Because of this, it is advisable for independent contractors and consultants to attend sexual harassment prevention training, even though they may not be considered traditional employees.

What are the training requirements in terms of frequency, duration, and content?

Under Illinois law, all employers with one or more employees are required to provide sexual harassment prevention training to their employees on an annual basis.

The training program should last at least one hour and cover topics like:

• What constitutes sexual harassment
• How to identify and report sexual harassment
• The consequences of engaging in sexual harassment
• Remedies available to victims of sexual harassment
• Employer’s responsibilities regarding sexual harassment prevention

It is important to note that the IWTA also requires employers to provide annual training on discrimination and harassment based on all protected categories, including religion, color, race,  age, disability, and sexual orientation.

Illinois laws have additional training requirements for restaurants and bars in Illinois.

Under the Illinois Restaurant Association’s Sexual Harassment Prevention and Awareness Program, all restaurant and bar employees in Illinois must complete sexual harassment prevention training every year.

The requirements include:

• Providing industry-specific training materials, such as conduct, activities, or videos, to their employees.
• Explaining the manager’s liability and responsibility under the law with regard to sexual harassment.
• Creating a written sexual harassment prevention policy and distributing it to their employees within the first calendar week of employment.
• Providing all training materials in both English and Spanish languages.

Watch: How to Conduct Illinois Sexual Harassment Training for Employees | Course Introduction

Are there any exceptions to the training requirements?

Yes, there are some exceptions to the sexual harassment prevention training requirements under the IHRA. Training is not a compulsion under the following circumstances:

• Employers have one or more employees.
• Employers operate on a seasonal basis and employ fewer than 15 employees for a period of 20 or fewer weeks in the calendar year.
• Employees have received training during the current calendar year as part of another employer’s training program. But in this case, employers must verify that the employee received the required training from the other employer and provide documentation to support the exemption.

It’s important to note that even if an employer is exempt from the training requirements, they must still comply with all other provisions of the IHRA, including those related to sexual harassment prevention and investigation.

Visit this page to know more in detail.

What are the consequences of non-compliance with the training requirements?

The IDHR has guidance on minimum training standards for employees. Employers in Illinois can face painful consequences if they fail to:

• Provide sexual harassment training
• Maintain the training records
• Pay the employees for the additional time they have spent on completing the training

The IDHR provides an option for employees to report their employer’s failure to provide sexual harassment prevention training anonymously. This can be done by calling the IDHR’s compliance line or filling out an online inquiry form on their website.

For small companies, fines can range from $500 for the first offense to $3,000 for three or more offenses.

For larger companies, the penalties are higher, with fines ranging from $1,000 for a first offense up to $5,000 for three or more offenses.

However, how an “offense” is defined in this context is unclear. Depending on the agency’s interpretation, fines could accumulate quickly based on a company year, payroll period, or employee day.

4. Delaware

What is sexual harassment according to Delaware law?

Delaware’s Discrimination in Employment Act (DDEA) prohibits sexual harassment in the workplace.

Sexual harassment is defined as any discriminatory act which violates the DDEA.

It applies to:

• Employers with four or more employees
• Local as well as state governments
• Labor organizations
• Employment agencies

On August 29th, 2018, Governor John Carney signed a bill (HB 360) that defines and prohibits sexual harassment and retaliation.

The law requires employers with 50 or more employees to provide anti-harassment training for all employees, including supervisors and managers.

The new law clarifies that sexual harassment involves:

• Requests for sexual favors
• Verbal or physical acts that are sexual
• Unwelcome sexual advances

It will also be considered harassment if these instances create an intimidating and unsafe workplace.

The law holds employers liable for acts of sexual harassment if:

•  They fail to take any action.
•  Harassment by a supervisor results in an adverse employment action.
•  An employee is retaliated for filing a discrimination charge or testifying in any proceeding about sexual harassment.

Additionally, the definition of “employee” is broad and includes unpaid interns, joint employees, applicants, and apprentices.

Who is covered by the sexual harassment training requirements?

Employers with 50 or more employees should provide sexual harassment training. This includes all the employees and supervisors.

Training must be provided to new hires and supervisors within one year of joining.

Existing employees who have been promoted to a supervisor role should be trained within one year of such a promotion.

Watch: What Are the Delaware Sexual Harassment Training Requirements?

What are the training requirements in terms of frequency, duration, and content?

Under the DDEA, employees including supervisors must undergo training every two years.

Also, it requires the training to be interactive and to include:

• The definition of sexual harassment
• The employer’s internal complaint process for reporting sexual harassment
• The complaint process and legal remedies available through the Delaware Department of Labor and the EEOC
• Retaliation prevention measures
• Detailed instructions on how to contact the Department of Labor

Employers must also provide all new employees with a written copy of their sexual harassment policy within 30 days of hire or on the first day of orientation, whichever occurs first.

Employers should also keep records of the training provided to each employee.

Are there any exceptions to the training requirements?

Yes, Delaware law provides a few exceptions to the training requirements for sexual harassment.

• The law explicitly excludes applicants and independent contractors from the requirement of having 50 employees.
• Employers are not obligated to provide training to applicants, independent contractors, or employees who have been employed for less than six months continuously.

What are the consequences of non-compliance with the training requirements?

Under the Delaware Discrimination in Employment Act, failure to comply with the sexual harassment training requirements can result in fines and penalties.

Apart from this, non-compliance can also result in legal action by employees who have experienced sexual harassment in the workplace.

5. Maine

What is sexual harassment according to Maine Law?

Sexual harassment is a type of sex discrimination that violates the policies under the Maine Human Rights Act.

Conduct of a sexual nature, such as requests for sexual favors, physical or verbal behavior, etc., is considered sexual harassment.

Harassment may involve:

• Unwanted sexual advances
• Suggestive or lewd remarks
• Unwanted physical contacts like hugs or kisses
• Retaliation for reporting sexual harassment

Who is covered by the Maine sexual harassment training requirements?

Under Maine sexual harassment training requirements, all employers with 15 or more employees need to conduct sexual harassment training for all employees. This includes:

• Full-time and part-time employees
• Temporary and seasonal employees (should have worked for the employer for more than 120 days)
• Supervisors and managers (needs additional training on how to prevent and respond to sexual harassment complaints)

What are the training requirements in terms of frequency, duration, and content?

Employers must maintain training records for three years, and they should be produced upon request by the Maine Department of Labor.

As far as the frequency is concerned, employers should provide training at least once a year.

The training should be interactive and must cover the following topics:

• The illegality of sexual harassment under state and federal law
• Definition of sexual harassment, including examples of prohibited conduct
• The employer’s sexual harassment policy
• The complaint process and legal remedies available to the victims
• Strategies for bystander intervention
• Directions on how to contact Maine HR Commission
• The importance of maintaining a workplace free of sexual harassment

Along with these, supervisors and managers should undergo additional training on their responsibilities toward employees and the actions and corrective measures they should take to address complaints of harassment.

Watch: What Are the Maine Sexual Harassment Training Requirements?

Are there any exceptions to the training requirements?

No, there are no exceptions to the training requirements.

What are the consequences of non-compliance with the training requirements?

Yes, according to Title 26 M.R.S.A §807 of Maine laws, employers will be penalized by the Maine Dept. of Labor if they fail to comply with the training requirements.

The fines for non-compliance are as follows:

• A fine of $1,000 for the first violation
• A fine of $2,500 for the second violation
• A fine of $5,000 for the third or any subsequent violation

6. Connecticut 

What is sexual harassment according to Connecticut law?

Connecticut’s General Statutes Section 46a-60(b)(8) provides a definition of sexual harassment. It will be considered harassment if it encompasses any sexually-oriented behavior that meets the following conditions:

• The behavior is made a prerequisite for the individual’s employment either explicitly or implicitly.
• The individual’s acceptance or rejection of the behavior is utilized as the basis for employment decisions.
• The behavior significantly hinders the individual’s work performance or creates an offensive, hostile, or intimidating environment.

Some examples of sexual harassment include:

• You are offered a promotion or a hike in exchange for sexual favors.
• Your boss threatens you with a poor performance review if you refuse to send him nude pictures or go out for a date.

Who is covered by the Connecticut (CT) sexual harassment training requirements?

Under Connecticut law, all private and public employers with:

• Three or more employees must provide sexual harassment training.
• Less than three employees must provide two hours of training to all existing supervisory employees or within six months to new supervisory employees.

The training also covers partners and supervisors who must be trained within six months of their commencement of employment.

Moreover, the statute defines a supervisory employee as an individual with the authority to make decisions on behalf of the employer. The decisions they can take are:

• Hiring
• Promotion
• Layoff
• Suspension
• Reward
• Recall

What are the training requirements in terms of frequency, duration, and content?

According to Connecticut law, the “training year” is defined as the timeframe that begins on October 1st of any given year and ends on September 30th of the following year.

Additionally, employers must provide supplementary training periodically, at least once every ten years.

The training duration should be a minimum of 2 hours for all employees.

Connecticut requires sexual harassment training courses to cover:

• The state and federal laws, regulations, and statutes concerning sexual harassment
• Definition of sexual harassment
• Strategies to prevent harassment in the workplace
• Examples and descriptions of behaviors that constitute harassment
• Employer’s policy against sexual harassment
• Reporting protocol for sexual harassment complaints
• Details of the disciplinary actions that the employer will take against harassers
• Description of the internal complaint process
• Remedies available to the victims
• Overview of the complaint process and the legal recourse available through the Connecticut Commission of Human Rights and Opportunities (CCHRO)
• Guidance on how to contact the CCHRO

Watch: What Are the Connecticut Sexual Harassment Training Requirements?

Are there any exceptions to the training requirements?

No, as such, there are no exceptions to the requirements.

What are the consequences of non-compliance with the training requirements?

If someone breaches Connecticut’s law on sexual harassment:

• They could receive a directive from the state’s Human Rights and Opportunities Commission to comply with the regulations.
• Workers have the option to seek help from the EEOC.

Lawsuits could lead to financial compensation and civil or criminal consequences for the offender.

7. Alabama

What is sexual harassment according to Alabama law?

There are no specific sexual harassment laws, but the norms stated under federal laws apply to all the states, including Alabama.

So, sexual harassment can be defined as any type of unwelcome or unwanted sexual advances or physical and verbal conduct of a sexual nature. This includes situations where:

• Submission to such behavior is made a condition of employment.
• An individual’s acceptance or rejection of such conduct is used to make employment decisions.
• The conduct interferes with an individual’s work performance or creates a hostile work environment.

In addition, the law also prohibits retaliation against an individual for reporting sexual harassment or participating in an investigation or proceeding related to sexual harassment.

What are the training requirements in terms of frequency, duration, and content?

In Alabama, there is currently no specific state law about sexual harassment training requirements.

However, please note that there are federal laws which you must adhere to.

Ideally, you should train your employees on its compulsion. That way, you can avoid fines, penalties, and lawsuits. Also, there should be proper measures and strategies to prevent and address issues of sexual harassment in the workplace.

Regarding frequency, there is no requirement for how often sexual harassment training must be conducted. However, it is generally recommended that you provide training at least once a year.

Content-wise, you can add essential topics like:

• The definition of sexual harassment
• Reporting procedures
• Grievance mechanisms
• Information on bystander intervention
• Real-life examples to explain right and wrong conduct

Who is covered by the sexual harassment training requirements?

As I mentioned earlier, there is no specific state law in Alabama.

However, if an employer chooses to provide training, it is generally recommended that all employees should receive training. This includes:

• Managers
• Supervisors
• Other individuals in positions of authority
• Non-supervisory employees

Are there any exceptions to the training requirements?

There are no explicit exceptions to the training requirements.

What are the consequences of non-compliance with the training requirements?

There are no direct consequences for non-compliance with training requirements in Alabama.

However, if an employer fails to take preventive measures against harassment, they may be liable under federal law.

8. Alaska

What is sexual harassment according to Alaska law?

Alaska does not have any mandate for sexual harassment training, but it is recommended to train employees to build a safe and inclusive work culture.

The Alaska Human Rights Law AS Code § 18-80-220 declares that:

• It is illegal to deny someone a job based on race, religion, color, national origin, age, marital status, or parenthood unless the position’s requirements legitimately necessitate such distinctions.
• Sexual harassment involves unwanted sexual advances, comments, actions, inappropriate touching, sexually explicit comments, or sexual assault.

Note:  This law also safeguards workers from gender-based wage discrimination and protects those employees who file complaints against an organization for sexual harassment.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the Alaska sexual harassment training requirements?

Although Alaska has no specific training requirements, we recommend all employers provide sexual harassment training to their employees.

Why are we saying so?

Because EEOC encourages organizations to train their workforce and build a safe culture. This body is also responsible for implementing and enforcing laws regarding sexual harassment and discrimination in the workplace. You can find more information on this topic by visiting this page.

What are the training requirements in terms of frequency, duration, and content?

There are no specified frequency, duration, or content requirements.

Even though there is no explicit mandate for sexual harassment training in Alaska’s state laws, it has become evident through guidelines set forth by the EEOC and rulings made by courts that employers should regularly provide their employees with workplace harassment training.

This training must encompass all kinds of illegal harassment associated with federally and state-protected characteristics, including sexual harassment.

Are there any exceptions to the training requirements?

No, there are no exceptions to the training requirements.

What are the consequences of non-compliance with the training requirements?

As already said, there are no specific laws.

However, as mentioned earlier, the EEOC guidelines and court decisions have established guidelines, and failure to comply with them may result in various negative consequences for employers.

Also, if the employer fails to prevent and respond to sexual harassment, they may face legal action and be liable for damages.

9. Arizona

What is sexual harassment according to Arizona law?

The Arizona Civil Rights Act protects Arizona employees from sexual harassment since 1992.

The law defines harassment in the following way:

• Any behavior aimed at a specific person that makes them feel uncomfortable and harassed.
• Whether an act is considered harassment depends on how the victim perceives it and not on the intention behind it.

The severity of the consequences for harassment will depend on how grave the situation is. But usually, it ranges from a class 1 misdemeanor to a class 5 felony.

The Arizona government has published a poster that summarizes employee rights about sexual harassment in the workplace, which employees are entitled to.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the Arizona sexual harassment training requirements?

There are no specific sexual harassment training requirements for Arizona.

However, to be on the safe side, you should follow the guidelines laid out by EEOC and the other authorized agencies. Like any other training, you should make it a point to train your workforce on workplace harassment.

What are the training requirements in terms of frequency, duration, and content?

No specific Arizona state law mandates the frequency, duration, or content of sexual harassment training for employees.

The state has to comply with federal guidelines, which recommend that employers should provide training periodically.

The courses should include information on:

• The definition of sexual harassment
• How to prevent and respond to  harassment
• Steps employees should take if they experience or witness harassment
• Role of managers and supervisors in preventing and addressing harassment
• Reporting procedures (must include company’s internal processes as well)

Although there are no regulations regarding the length of training sessions, ideally it should be long enough to cover all the major topics.

Are there any exceptions to the training requirements?

No. Since there are no specific laws regarding sexual harassment training, there are also no exceptions.

What are the consequences of non-compliance with the training requirements?

As mentioned, there are no specific laws, but Arizona employers have to adhere to the federal regulations in place. Also, they should train their workforce to avoid charges of harassment, penalties, and fines. Non-compliance can also negatively impact the company’s reputation, decrease employee morale, and result in a higher turnover rate.

10. Arkansas

What is sexual harassment according to Arkansas law?

The definition of sexual harassment is the same as what is mentioned in EEOC.

However, it is illegal in Arkansas to discriminate or harass someone based on protected characteristics, including color, race, religion, and sex/gender (including pregnancy, childbirth, and related conditions). This is outlined in the Arkansas Civil Rights Act.

It is important to note that local ordinances may offer more extensive protections, so reviewing the regulations set forth by the local Civil Rights Commission that apply to your workplace is advisable.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the Arkansas sexual harassment training requirements?

Arkansas currently does not have state-specific sexual harassment training requirements.

Employers need to follow the federal laws.

What are the training requirements in terms of frequency, duration, and content?

There are no specific laws, as mentioned above.

Ideally, employers should provide training at least once every two years. The training should be of reasonable duration and should cover topics such as:

• The definition of sexual harassment
• Examples of inappropriate behavior
• How to report harassment
• Consequences of engaging in harassment

Are there any exceptions to the training requirements?

Since there are no specific state-related training requirements, there are no exceptions.

What are the consequences of non-compliance with the training requirements?

Like every other state of the USA, if an employer fails to provide the required training, they may face charges of non-compliance from the EEOC, which could lead to monetary penalties or other legal actions.

Also, failure to take preventive steps or the right actions could make the employer face a lawsuit and be held liable for damages.

11. Colorado

What is sexual harassment according to Colorado law?

Sexual harassment is a type of discrimination that occurs in the workplace and can take many forms. It typically involves unwelcome sexual advances or behavior and can be divided into two main categories:

• Sex-based conduct that creates a hostile work environment
• Quid pro quo harassment that links job success to sexual favors

Colorado does not have any specific laws with regard to sexual harassment training requirements. Still, the Colorado Civil Rights Commission recommends all employers take necessary steps to prevent all forms of discrimination.

On the other hand, the Colorado Fair Employment Practices Act prohibits discrimination based on race, color, creed, religion, sex, marital status, national origin, and sexual orientation.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the Colorado sexual harassment training requirements?

While Colorado doesn’t have any specific laws with regard to sexual harassment training requirements, the court decisions and EEOC guidelines have specified clearly that all employers should conduct sexual harassment training for their employees.

Additionally, all employees, including supervisors and managers, should receive such training within six months of their hire date and once every two years.

This training must be provided in both English and Spanish.

What are the training requirements in terms of frequency, duration, and content?

As mentioned above, all employees, including supervisors and managers, should be trained once every two years.

The content should cover the following:

• The recognition, prevention, and reporting of sexual harassment in the workplace
• The state and federal statutory provisions concerning sexual harassment
• Details on the remedies available to victims of sexual harassment
• A discussion of the employer’s internal grievance process
• Disciplinary procedures for addressing complaints of sexual harassment
• Information about what constitutes retaliation against an employee for reporting sexual harassment

The training duration should be long enough to cover all of the required material effectively, typically at least one hour.

Are there any exceptions to the training requirements?

No, there are no exceptions.

What are the consequences of non-compliance with the training requirements?

Like any other state, employers will be penalized with fines if they fail to provide training to their employees. Also, employers can be legally responsible if they fail to prevent or address the issues of sexual harassment.

12. District of Columbia

What is sexual harassment according to the District of Columbia law?

The District of Columbia (DC) Government defines sexual harassment in two ways.

• First, it defines Quid Pro Quo sexual harassment, which includes
• Requests for sexual favors
• Unwelcome sexual advances
• And any kind of verbal or physical conduct which is sexual
• The other type of sexual harassment is one which creates a hostile environment. When someone’s behavior at work is offensive and makes it difficult for others to do their job, that’s called a “hostile environment.”

Some examples of such behavior at work include:

• Doing sexual things
• Showing private body parts
• Giving unfair advantages to someone you’re in a relationship with

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the District of Columbia’s sexual harassment training requirements?

In the District of Columbia, the sexual harassment training requirement covers all employers with at least one employee. This includes:

• Both public and private employers
• Non-profit organizations

Additionally, D.C. The Human Rights Act requires all employees, including supervisors and managers, must be provided with harassment prevention training.

The training must be provided within three months of the employee’s start date, and after that, you can provide training after every two years.

Employers must also provide reasonable accommodations to employees with disabilities to ensure they can participate in the training.

Visit the official website to know more.

What are the training requirements in terms of frequency, duration, and content?

In the District of Columbia, sexual harassment training is mandatory for all employers with at least one employee. Employers with:

• Less than 10 employees: once every two years
• More than 10 employees: once a year

The training must be at least 1 hour long and cover various topics related to:

• Sexual harassment, including its definition, examples, prevention, and reporting procedures
• Information on the DC Human Rights Act
• Remedies available to victims of sexual harassment

Employers must keep records of their sexual harassment training sessions for at least three years.

Are there any exceptions to the training requirements?

Yes, there are.

The following employers are not required to provide training only if:

• They have already provided training to their employees within the previous two years.
• They hired temporary or seasonal employees for less than 90 days.

However, these exceptions may not apply in all situations. So, if you are an employer of DC, please seek legal advice to ensure that you adhere to all the laws related to sexual harassment training.

What are the consequences of non-compliance with the training requirements?

Like any other US state, employers may be subject to penalties and legal action if employers violate the training requirements.

The DC Office of Human Rights (OHR) enforces the sexual harassment training requirements. So, it has the authority to investigate complaints filed by employees.

Apart from this, a failure to provide the required training may be used as evidence of an employer’s failure to take reasonable steps to address sexual harassment.

13. Florida

What is sexual harassment according to Florida law?

Under Florida law, sexual harassment has been split into two forms:

• Quid pro quo – In this type, harassment often involves sexual favors in exchange for promotion, employment benefits, or continuation of employment.
• Hostile work environment – This form includes severe use of offensive language, acts that are sexual, showing porn images or videos, etc.

In addition, section 760.10 of Florida statutes mention that no employee shall be discriminated against on the basis of caste, race, sex, religion, marital status, etc.

Section 110.1221 defines sexual harassment as a form of discrimination.

It says – “The department shall adopt uniform sexual harassment rules applicable to all executive agencies. The rules must define the term “sexual harassment” in a manner consistent with the federal definition”.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the Florida sexual harassment training requirements?

As far as training requirements are concerned, there are no specific guidelines for the same.

However, Florida Civil Rights Act 1992 protects individuals against discrimination while promoting their dignity and rights.

Also, EEOC and the country courts encourage employers to provide sexual harassment prevention training to their employees, including additional training for all those holding supervisory or managerial positions.

What are the training requirements in terms of frequency, duration, and content?

Although there are no training requirements, employers must train all employees periodically. Also, they should maintain documented evidence to prove that training has been provided to all employees.

There’s no information on the content as well. However, the training must cover everything federal law requires, including the definition, complaint process, reporting procedures, bystander intervention, etc.

Are there any exceptions to the training requirements?

No, there are no exceptions to the training requirements.

What are the consequences of non-compliance with the training requirements?

Again, like any other state in the US, non-compliance with sexual harassment training requirements or failure to prevent and address sexual harassment can lead to lawsuits and penalties, further tarnishing your company’s image and reputation.

14. Georgia

What is sexual harassment according to Georgia law?

An executive order 01.14.19.02 by the State of Georgia defines sexual harassment as verbal, non-verbal, or visual conduct that is either:

• Purposefully directed toward a person
• Reasonably offensive to the person to whom it’s directed

Examples of such conduct include the following:

• Unwanted sexual advances
• Pressurizing someone for sexual favors
• Making sexually colored remarks or jokes
• Offensive conduct that is sexual
• Conduct that is derogatory, hostile, or threatening

According to this executive order, employers need to keep all complaints, reports, investigation documents, policy agreements, and records of training attendance. It should be kept as long as the law says. To know more about sexual harassment in Georgia, please refer to this page.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the Georgia sexual harassment training requirements?

All employees covered under the executive order should receive sexual harassment prevention training. This includes:

• Part-time employees
• Temporary and seasonal employees
• Contractors who work on agency premises or interact with the agency personnel

Visit this page for more details.

What are the training requirements in terms of frequency, duration, and content?

All covered employees should receive training within 30 calendar days of hire. Supervisors and managers should be trained annually, and the newly hired for or promoted to supervisory or managerial positions should be provided training within 30 days of such employment or promotion.

For supervisors, the training should be 2 hours, and for non-supervisors, it should be 1 hour long.

You should cover all the essential topics in your training program that explain the definition of sexual harassment, reporting procedures, the company’s internal processes, disciplinary actions that will be taken against harassers, etc.

Are there any exceptions to the training requirements?

No, there are no exceptions.

What are the consequences of non-compliance with the training requirements?

There are no direct consequences to non-compliance with training. However, agencies like EEOC and state and federal courts can sue employers if they fail to provide training, prevent harassment, and investigate and address the issues of sexual harassment in the workplace.

15. Hawaii

What is sexual harassment according to Hawaii law?

Hawaii has no specific requirements for providing sexual harassment training, but it has been emphasized in Chapter 378 of the Hawaii Revised Statuses (HRS).

According to Chapter 378 of the HRS, harassment can be defined as anything that includes requests for sexual favors or any form of verbal, non-verbal, or visual conduct that make someone uncomfortable.

It is considered sexual harassment when:

• Someone is forced to put up with this behavior to keep their job.
• Someone’s job is affected by whether or not they agree to this behavior.
• This behavior makes it hard for someone to do their job or feel uncomfortable at work.

However, the Hawaii Civil Rights Commission will determine whether an alleged conduct constitutes sexual harassment. This chapter also explains that an employer is responsible for preventing and stopping sexual harassment from happening at work. They need to prevent sexual harassment by talking about it, making it clear that it’s not okay, and taking steps to prevent them.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the Hawaii sexual harassment training requirements?

Both private and government employees (except for the federal government) are covered under state law. View this page to learn more about it.

The Hawaii Civil Rights Commission recommends employers provide training to all covered employees, including supervisors and managers.

What are the training requirements in terms of frequency, duration, and content?

As already said, there are no specific laws that make sexual harassment training a compulsion. However, according to Chapter 378 of HRS, all employees should receive training once every two years.

The duration should be at least two hours or more so that employees can clarify their queries or doubts (if any) during the training session.

The training must cover topics such as what sexual harassment is, how to prevent it, and what to do if someone experiences it.

Are there any exceptions to the training requirements?

Yes, there are some exceptions to the training requirements. All employees who have received training within the last two years or have been employed for less than six months are exempt from such training.

What are the consequences of non-compliance with the training requirements?

The consequences will be the same like it has been for other US states. Employers can be legally sued even if they are not responsible for the harassment. Failure to provide training to employees can be used as evidence to prove the employer’s negligence in protecting and addressing issues of sexual harassment.

The concerned state authorities can punish you with fines and penalties based on the severity of the matter.

16. Idaho

What is sexual harassment according to Idaho law?

There are no specific state laws regarding sexual harassment training, but Idaho Human Rights Commission (IHRC) protects Idaho male and female workers against discrimination.

As far as the definition is concerned, it is the same as what is mentioned in the Title VII of the Civil Rights of 1964.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the Idaho sexual harassment training requirements?

Idaho doesn’t have any specific laws, but federal organizations like EEOC and the state courts through their rulings, have encouraged employers to provide anti-harassment training to all employees. This also includes supervisors, managers, and other independent workers.

In fact, Idaho HRC provides free sexual harassment training to create a safe workplace and prevent harassment.

The Commission wants to help employers follow state and federal laws that stop unfair treatment of people. They give free training to any business or group in Idaho to help them learn how to follow these laws. They do this to prevent unfair treatment and retaliation. Every year, they give more than 20 presentations and training sessions to different kinds of businesses in Idaho. View this page for more information.

What are the training requirements in terms of frequency, duration, and content?

There are no particular requirements as such.

But ideally, you should train your employees periodically and the training should be long enough to cover all the essential information on sexual harassment prevention.

As far as the content is concerned, it will cover all the topics discussed for the other states.

Are there any exceptions to the training requirements?

Since there are no mandated laws, there are no exceptions as well.

What are the consequences of non-compliance with the training requirements?

Like any other state in the US, employers can be sued by the courts if the alleged claims are found correct upon investigation. Consequences could be fines and penalties. However, the amount will depend on the nature and gravity of the case.

17. Indiana

What is sexual harassment according to Indiana law?

According to the Indiana State Personnel Department, workplace harassment is when someone is mistreated at work because of their personal characteristics.

Sexual harassment is a type of workplace harassment that involves unwanted sexual behavior or comments. If a person’s job depends on agreeing to this behavior, or if they are punished for not agreeing to it, it’s also considered sexual harassment.

The Indiana government also defines harassment based on a protected class. It means someone is mistreated because of who they are, like their race or gender. This can make their work environment uncomfortable, make it hard to do their job, or even stop them from getting better job opportunities.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the Indiana sexual harassment training requirements?

Indiana does not have any specific sexual harassment training requirements for non-government employees. But it is mandatory for all government employees and managers. Click here to learn more.

Though non-government employees don’t require it, you should train your workforce to avoid legal liabilities and build a safe and harassment-free workplace.

What are the training requirements in terms of frequency, duration, and content?

There are no such training requirements. You should ideally follow the training guidelines that apply to all other states.

Are there any exceptions to the training requirements?

No, there are no exceptions.

What are the consequences of non-compliance with the training requirements?

Since there are no specific laws for sexual harassment training, you might not be directly charged.

However, you need to keep one thing in mind.

Convicted offenders will be subjected to harsh penalties under the Indiana Sentencing Guidelines. 

• The lowest level felony: a penalty of 6 months to 2.5 years in prison and a fine of up to $10,000.
• The most severe level of a felony: a sentence of 20 to 40 years in prison and a fine of up to $10,000.

So, it’s important to understand that sexual assault is a severe crime in Indiana, and the penalties can be harsh.

Furthermore, Indiana has separate sexual assault laws for different kinds of criminal offenses. Visit this page to explore more.

18. Iowa

What is sexual harassment according to Iowa law?

Sexual harassment is a crime and a violation of Chapter 19B.12, which discusses the prohibition of sexual harassment.

According to the code of Iowa, sexual harassment is defined as “repetitive, persistent, or highly egregious conduct” towards individuals or groups, threatening their ability to perform their job roles. It categorizes harassment into two forms:

• Quid Pro Quo Harassment
• Hostile Work Environment

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the Iowa sexual harassment training requirements?

Iowa has no specific laws for non-government employees, but they do have regulations for government workers. Please visit the following website pages for more details.

• Policy prohibiting sexual harassment for executive branch employees
• Chapter 19B

Even if the state does not require employers to provide training, they should still take the initiative to train their workforce. That way, employers can be on the safe side and avoid any liabilities. EEOC and state courts also encourage employers to provide harassment prevention training.

What are the training requirements in terms of frequency, duration, and content?

There are no such specific requirements, but like in other states, Iowa employers should provide training to all employees at least once in two years. The minimum duration should be 1 hour.

For government employees, the Department of Administrative Services provides training courses through its Performance and Development Solutions (PDS) program area. Click here to get the courses.

Are there any exceptions to the training requirements?

No, there are no exceptions.

What are the consequences of non-compliance with the training requirements?

The consequences could be harsh if you fail to train your workforce to prevent such incidents from occurring.

Honestly speaking, sexual harassment is in itself a very stressful matter that requires employers to spend time and resources investigating the complaint. On top of that, if the complaint is made to an enforcement agency, they will need to spend even more time and money on legal counsel.

If the employer is found guilty of preventing or addressing sexual harassment in the workplace, they must pay for the damages caused to the victim.

So, if you see the whole thing together, it’s a very costly affair.

The best way is to prevent such incidents through rigorous training so that all employees are aware of their roles and responsibilities.

19. Kansas

What is sexual harassment according to Kansas law?

The definition of sexual harassment, according to Kansas law, is the same as what is mentioned in federal laws. But in general terms, it’s any kind of conduct that creates a hostile work environment. It may come in different forms and affect an individual’s ability to perform as a result of the harassment.

Note:  Kansas Act Against Discrimination prohibits harassment in the workplace, and it applies to private and public employers with four or more employees.

Recommended Courses:

• Federal Sexual Harassment Training   
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the Kansas sexual harassment training requirements?

Kansas does not have any training requirements for non-government employees. But employees of executive government agencies and interns must take training annually.

However, EEOC and state courts recommend employers provide training to all employees irrespective of their position or industry.

What are the training requirements in terms of frequency, duration, and content?

There are no specific requirements as such.

You should provide periodic training to your employees to create awareness and prevent harassment in the workplace. The duration of the program will depend on the size and nature of the organization. It will also depend on the topics you are covering.

Ideally, your program should cover the definition and examples of sexual harassment, details of state and federal laws, reporting procedures, retaliation protection measures, and consequences of engaging in harassment.

Are there any exceptions to the training requirements?

No, there are no exceptions to the training requirements in Kansas.

What are the consequences of non-compliance with the training requirements?

The consequences could be fines and penalties. If the matter is grave, the court may also sentence employers to imprisonment.

20. Kentucky

What is sexual harassment according to Kentucky law?

According to Section 35.679 of the Kentucky Revised Statute (KRS), if someone covered by this rule does any of the following three things, they will be guilty of sexual harassment and punished accordingly:

• Uses their power or threatens to use their power to gain sexual favors from another person.
• Repeatedly makes comments or gestures of a sexual nature towards another person that is unwanted and offensive.
• Share sexually explicit images or videos with another person without a legal or lawful reason.

Who is covered by Kentucky sexual harassment training requirements?

As far as sexual harassment training is concerned, it is not mandatory for Kentucky, especially for non-government workers. However, government interns, employees, and managers must receive this training once every two years.

EEOC recommends that employers take measures to train all employees to reduce their chances of liabilities for harassment claims.

What are the training requirements in terms of frequency, duration, and content?

There are no specific laws about sexual harassment training in Kentucky.

However, federal organizations like EEOC encourage and recommend that employers provide such training to all employees at least once a year.

Along with this, you must provide additional training to supervisors and managers.

Regarding content, the training program should cover the definition and examples of sexual harassment, a description of how to report sexual harassment, and the consequences of engaging in sexual harassment.

Remember to add bystander intervention, as it empowers employees to intervene when they witness inappropriate behavior in the workplace.

Are there any exceptions to the training requirements?

No, there are no exceptions to the training requirements in Kentucky.

What are the consequences of non-compliance with the training requirements?

Well, the consequences can be harsh, like in any other state.

If an employee files a complaint against you and you are found guilty, you must pay fines and penalties. In certain cases, the court may also require you to bear the legal fees and the court costs on behalf of the victim as a punishment.

So, it’s clear that as an employer, you have to pay a hefty amount due to non-compliance with federal and state sexual harassment laws.

21. Louisiana

What is sexual harassment according to Louisiana law?

Sexual harassment is illegal or unethical conduct that violates Title VII of the Civil Rights Act (1964). According to the EEOC, it is unlawful to harass someone based on their sex.

Examples of harassment include pressuring someone for sexual favors, unwanted sexual advances, or other physical or verbal conduct that affects someone’s productivity at the workplace.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the Louisiana sexual harassment training requirements?

While there are no specific requirements for non-government employees about sexual harassment training, all state employees ( public workers and elected officials) should receive training at least once a year (Lousiana HB524). This also includes supervisors and managers. View the full details here.

Though it’s not mandatory for non-government workers, EEOC and other state courts encourage employers to conduct training to avoid legal liabilities and stay safe in case of harassment lawsuits.

Remember: training can prove that you have taken the initiative to prevent sexual harassment in the workplace. This is also one of the reasons why you should maintain training records for at least a few years. 

What are the training requirements in terms of frequency, duration, and content?

For non-government workers, the frequency is once per calendar year. For others, you should provide periodic training.

There’s no specific mention of the duration. But ideally, it should be long enough to cover all the important topics.

As far as the content is concerned, you should cover all the topics that we have discussed in all the previous sections. This includes the definition of sexual harassment, explaining harassment with real case studies and examples, explaining the role of bystander intervention, and reporting policies and procedures.

Are there any exceptions to the training requirements?

No, there are no exceptions to the training requirements in Louisiana.

What are the consequences of non-compliance with the training requirements?

In Louisiana, the state’s Human Rights Commission enforces anti-harassment laws.

If employers fail to provide such training, they may be subjected to fines and penalties as decided by the Commission.

Like in other states, employers may be required to pay for the damages caused to the victims due to the harassment.

22. Maryland

What is sexual harassment according to Maryland law?

Since October 1, 2022, the definition of sexual harassment and harassment under Maryland law has significantly expanded.

Before this change, to legally claim workplace harassment or sexual harassment, the conduct had to be severe or occurred repeatedly.

But with the new law (Senate Bill 450), there are now three situations where this requirement applies. These situations are:

• When the conduct is made a condition for employment.

• When the conduct affects employment decisions.
• When the conduct unreasonably creates an abusive or hostile environment.

This means that more types of behavior can now be considered sexual harassment, which could increase complaints and legal cases against employers in Maryland.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the Maryland sexual harassment training requirements?

There are no specific requirements with regard to sexual harassment training, but there are laws that make it mandatory for state employees to receive training. This also includes the supervisors and managers.

Click here for more information.

What are the training requirements in terms of frequency, duration, and content?

As already mentioned before, there are no mandated requirements for non-government employees.

However, all state employees should complete at least 2 hours of virtual, in-person, or interactive training. Such training should be provided within six months of initial appointments and once every two years thereafter. Supervisors need to be provided with additional training on sexual harassment.

The training program should cover the following:

• Laws that prohibit sexual harassment at the federal and state levels
• Ways to prevent sexual harassment, abusive behavior, and retaliation
• Remedies and procedures are available to the victims
• Extra training for supervisors on:
• How to respond to complaints of sexual harassment
• How to prevent further abuse and retaliation
• How to create a safe work environment

Are there any exceptions to the training requirements?

No. There are no exceptions to the training requirements.

What are the consequences of non-compliance with the training requirements?

It’s the same as in the other states.

If you fail to provide training or prevent and address sexual harassment cases, you may be subjected to fines and penalties.

Also, if your employee files a lawsuit,  you need to attend the court proceedings and may have to pay for the damages if the court finds the organization guilty of sexual harassment.

23. Massachusetts

What is sexual harassment according to Massachusetts law?

According to Massachusetts General Laws (MGL) Chapter 151 B, sexual harassment is defined as inappropriate behavior, including unwanted sexual advances, requests for sexual favors, and other forms of physical or verbal conduct.

This chapter further categorizes sexual harassment into two forms:

• Quid pro quo 
• Hostile work environment

Know more about Massachusetts sexual harassment laws here.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the Massachusetts sexual harassment training requirements?

According to the laws, all new employees should receive sexual harassment training within one year of employment.

On the other hand, employers must provide additional training to supervisors and managers within one year of employment to help them take the right actions when responding to harassment complaints.

What are the training requirements in terms of frequency, duration, and content?

Currently, there are no duration requirements for sexual harassment training. But in terms of frequency, employees need to receive such training within the first year of employment.

Ideally, your training program should cover the following things:

• Definition and examples of sexual harassment
• Information on the consequences for employees who engage in sexual harassment
• Information on the process of reporting complaints
• Remedies available to the victims of harassment
• Role of bystander intervention

There are more topics you can cover. However, these are the basic ones that you must include.

Are there any exceptions to the training requirements?

No, there are no exceptions as such.

What are the consequences of non-compliance with the training requirements?

Though there are no direct consequences, you may be subjected to criminal charges and civil lawsuits.

In Massachusetts, if you’re convicted of harassment, you could face a monetary fine of $1,000 and imprisonment of up to 2.5 years.

And if you’ve been convicted earlier due to harassment and it’s the second time you’ve been held liable, the imprisonment year can extend up to 10 years.

24. Michigan

What is sexual harassment according to Michigan law?

Under Michigan law, sexual harassment involves behavior that includes requests for sexual favors, unwanted touching, verbal abuse, repeated sexual remarks, vulgar jokes, or any other form of conduct that creates a hostile work environment and affects an individual’s ability to perform.

In addition, retaliation for reporting harassment violates both federal and state laws. Most instances of sexual harassment involve men harassing women, but Michigan law acknowledges that anyone can be sexually harassed by someone of a different gender or even the same gender.

Read more about sexual harassment on this page.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the Michigan sexual harassment training requirements?

All employees of labor agencies and unions must undergo sexual harassment training.

Though it’s not a compulsion for other employees, the EEOC suggests that employers should conduct training for everyone in the company, from top managers to regular workers.

This will ensure that everyone in the company knows how to build a safe work environment and prevent harassment.

Note: Under the Disability Bias Law, Michigan requires the Civil Rights Department to train all employment agencies, employers, and labor unions to make them aware of the sexual harassment laws. Michigan Department of Civil Rights (MDCR) provides educational and training programs on various civil rights topics, including sexual harassment. 

What are the training requirements in terms of frequency, duration, and content?

According to Michigan law:

• Employees should be trained within 90 days of hire.
• Existing employees should receive training within two years of the law’s effective date or employee’s start date, whichever is later.
• Additional training must be provided to supervisors so that they become aware of their roles in preventing and addressing harassment.

Ideally, the training must be at least two hours in length.

As far as the content is concerned, you can include topics like what sexual harassment is, its impact on the workplace, ways to prevent it, the complaint process, remediation steps, etc.

Are there any exceptions to the training requirements?

No, as such, there are no exceptions.

What are the consequences of non-compliance with the training requirements?

Michigan doesn’t have particular laws specifically for sexual harassment training requirements. But you can face criminal and civil penalties if you are accused of the same.

Each case is unique, so a full investigation will happen before any charges or penalties are decided.

25. Minnesota

What is sexual harassment according to Minnesota law?

As per Minnesota law (Section 609.749 of Minnesota statutes), harassment could mean any behavior or conduct that makes the alleged victim feel scared, threatened, intimidated, prosecuted, and oppressed.

What’s important to note about this law is that the prosecutor does not need to prove that a person wanted to cause harm. So, even if someone does something that another person interprets as potentially threatening or harmful, they could still be accused of harassment.

View this page for more details.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the Minnesota sexual harassment training requirements?

Minnesota does not have any specific requirements for sexual harassment training. But EEOC recommends employers provide training as it can help them avoid legal liabilities and costly lawsuits.

It’s important to note that state employees and managers should attend classes on general workplace discrimination. Please visit this page for the full details.

What are the training requirements in terms of frequency, duration, and content?

Since no specific laws exist, employers should follow the standard duration and frequency recommended by regulatory bodies like EEOC. The training should be held annually and must be 1 hour long.

However, based on your training requirements, you can extend the duration or conduct training more than once a year.

The content remains more or less the same that has been discussed for the other states.

Are there any exceptions to the training requirements?

No, there are no exceptions to the training requirements.

What are the consequences of non-compliance with the training requirements?

Sexual harassment is a serious crime that could lead to 1 year of imprisonment and fines of up to $3000.

However, the amount can go up to $10000 or up to 5 years of imprisonment if:

• Someone targets a person because of their protected characteristics.
• The offense was committed to influence court proceedings.
• It involved the use of dangerous weapons.

On the other hand, if someone feels they are being stalked or harassed can seek a restraining order against the alleged offender.

If the court agrees to the request, then the alleged offender will be prohibited from contacting or stalking the alleged victim.

26. Mississippi

What is sexual harassment according to Mississippi law?

Mississippi Administrative Code (Rule 28-305-2.10) respects all employees and does not tolerate sexual harassment in the workplace. Employees should not say or do things that make their coworkers uncomfortable or upset.

Examples of harassment include making sexual comments or jokes, showing sexual pictures or objects, etc. Employees should be judged on their work and skills, not their gender or how they respond to romantic or sexual behavior.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the Mississippi sexual harassment training requirements?

There are no special requirements as far as sexual harassment training is concerned. Although private sector employees have no legal obligation to receive such training, EEOC strongly encourages training employees to prevent sexual harassment in the workplace.

Please note that though there’s no law for non-government, state and federal government, employees are required to complete sexual harassment training within a year of starting their job.

What are the training requirements in terms of frequency, duration, and content?

There is no mention of frequency or duration, as there are no specific laws related to sexual harassment training.

However, it is usually recommended that you train your employees periodically and keep the duration to a minimum of 2 hours so that all the topics can be easily covered.

Content-wise, try to cover important topics like the definition of sexual harassment, reporting policies, the role of bystander intervention, remedial measures available to the victims, etc.

Are there any exceptions to the training requirements?

No, there aren’t any exceptions.

What are the consequences of non-compliance with the training requirements?

As there are no mandatory training requirements, employers may not be directly charged for not providing training.

But if there’s a lawsuit filed against you and it is found that you didn’t take steps to prevent harassment, which includes training, then you may be held liable for the damages caused to the victim. Based on the severity of the case, you could be sentenced to imprisonment or may be imposed with fines and penalties.

Training can serve as strong evidence to prove that employers have taken the necessary measures to prevent and address harassment.

27. Missouri

What is sexual harassment according to Missouri law?

Missouri, like the federal government, prohibits sexual harassment in the workplace. The Missouri Human Rights Act has laws that protect workers against all forms of harassment, including sexual harassment.

Conduct that includes unwelcome advances, requests for sexual favors, making sexually colored remarks, showing pornographic images or videos, etc., constitutes sexual harassment. The Act applies to all employers with six or more employees.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the Missouri sexual harassment training requirements?

There are no specific laws with regard to sexual harassment training. However, regulatory bodies like EEOC encourage employers to train all employees, including supervisors and managers. That way, employers can avoid any kind of penalties and lawsuits.

What are the training requirements in terms of frequency, duration, and content?

As already said, training is not specifically required by state statute, so there is no mention of the frequency, duration, or content.

However, you should provide periodic training to your employees on the definition, the company’s internal complaint procedures, reporting process, remedies available to victims, the employer’s sexual harassment policy, etc.

Are there any exceptions to the training requirements?

No. There are no laws, so no exceptions as well. Ideally, employers must provide training on sexual harassment prevention to employees at all levels. This will help employers build a safe work culture, promote respectful behavior, and demonstrate a commitment to maintaining a harassment-free environment.

What are the consequences of non-compliance with the training requirements?

The consequences are the same as what you’ve read for the previous US states. Even though there’s no direct consequence for not providing training, employers can be liable if they fail to protect their employees from harassment.

Training can create awareness among your employees, and the training records can serve as a proof that, as an employer, you have taken the proper steps to prevent and address harassment in the workplace.

28. Montana

What is sexual harassment according to Montana law?

According to Montana Human Rights Act, the following practices will be considered unlawful if they are based on a person belonging to a protected class or if done in retaliation:

• Firing someone or refusing to hire them.
• Treating them unfairly when it comes to their job benefits and compensation.
• Denying a reasonable amount of time off for maternity leave.
• Refusing to let an employee return to work after they take maternity leave.
• Discriminating against someone or denying them membership in a labor union.
• Punishing or harming someone who filed a complaint about discriminatory practices, or participated in court proceedings.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the Montana sexual harassment training requirements?

There are no specific requirements for Montana sexual harassment training requirements. But EEOC and state courts recommend all employees receive such training at least once a year.

Another important thing to note here is that the Montana Human Rights Bureau is responsible for investigating complaints regarding discrimination and harassment in the workplace. The Bureau encourages all employers to have effective grievance policies that will not only protect employees from harassment but also prevent legal liabilities for violations of state and federal sexual harassment laws.

What are the training requirements in terms of frequency, duration, and content?

There are no specific requirements. However, like in other states, the duration should be 1 to 2 hours, and the training must be provided periodically to all employees, including supervisors and managers.

Content-wise, you should cover all the essential topics, including the definition, examples of harassment, the employer’s sexual harassment policy, the company’s internal policies and procedures to report harassment, etc.

Are there any exceptions to the training requirements?

No, there are no exceptions.

What are the consequences of non-compliance with the training requirements?

Since there are no laws, there are no direct consequences for non-compliance with training requirements.

However, if you’re found guilty of harassment, then you may be punished. Employers can be legally liable if they fail to prevent and address harassment.

29. Nebraska

What is sexual harassment according to Nebraska law?

According to Nebraska Equal Opportunity Commission (NEOC), sexual harassment is defined as any unwelcome physical or verbal conduct of sexual nature that makes a person feel uncomfortable at work.

It will be considered harassment if:

• Someone pressures you for sexual favors to keep your job.
• You are denied promotion or an increase in pay because you refuse to engage in sexual behavior.
• It makes your work environment uncomfortable and hostile.
• It interferes with your productivity and performance.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the Nebraska sexual harassment training requirements?

To prevent workplace harassment, the Nebraska Equal Opportunity Commission suggests that employers must establish a complaint process that works well, provides all employees with training on how to avoid harassment, and takes prompt and suitable measures when someone makes a complaint.

Apart from this, regulatory bodies like EEOC and state courts suggest that all employees must receive training periodically to become aware of their responsibilities.

What are the training requirements in terms of frequency, duration, and content?

Although there are no specific requirements, employers must periodically train their employees.

The duration should be long enough to cover all the important topics, such as the definition of sexual harassment, examples of wrong conduct, consequences of engaging in sexual harassment, the role of supervisors and managers in preventing and addressing harassment, etc.

Are there any exceptions to the training requirements?

There are no mandated laws, so there’s no exception as well.

What are the consequences of non-compliance with the training requirements?

There are no consequences since it’s not mandatory for Nebraska employers to provide training.

However,  a victim of harassment can file a complaint with the Nebraska Equal Opportunity Commission, which could lead to an investigation. If found guilty, you may be subjected to potential penalties and fines.

On the other hand, an employer may be liable for damages in a civil lawsuit if they fail to prevent sexual harassment in the workplace due to inadequate training.

30. Nevada

What is sexual harassment according to Nevada law?

Just like in other states, Nevada also considers sexual harassment as a form of discrimination that violates Title VII of the Civil Rights Act of 1964 and the Nevada state law.

As per Nevada Equal Rights Commission (NERC), any act that includes unwelcome sexual advances, requests for sexual favors, or physical or verbal conduct that are sexual would constitute harassment.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the Nevada sexual harassment training requirements?

According to Nevada Administrative Code (NAC) 284.496., all state employees, including managers and supervisors, should receive certified classes on sexual harassment within 6 months of employment. After that, they need to take refresher courses every two years.

On the other hand, an appointing authority may require employees to attend extra classes or retake classes as and when the former feels necessary. This appointed authority is required to maintain documented evidence of training as proof of completion of training by an employee.

Apart from this, there are specific training requirements for supervisors and managers.

If an individual is appointed as a manager or supervisor, then the concerned individual should attend a training class within 6 months of such appointment. This training class will impart knowledge of work performance standards and employee performance evaluation.

After 12 months, the appointed employee should receive certified training approved by the Division of Human Rights Management, covering information on handling grievances, equal employment opportunities, etc.

What are the training requirements in terms of frequency, duration, and content?

Even if sexual harassment training is not mandatory, employers should regularly train their employees.

The training should be thorough and cover essential topics like what sexual harassment means, different types of inappropriate behavior, the consequences of engaging in harassment, and how supervisors and managers can prevent and handle such incidents.

Are there any exceptions to the training requirements?

No, NAC does not provide any exceptions. That’s because it requires all employees, irrespective of their position and industry, to receive certified training classes within the specified timeframe.

What are the consequences of non-compliance with the training requirements?

Yes, there are consequences for both employers and employees.

If employees fail to attend the training, they may face disciplinary actions or even termination of employment.

On the contrary, employers may be liable for damages, and based on the court order, they might be subjected to financial penalties and fines.

31. New Hampshire

What is sexual harassment according to New Hampshire law?

Sexual harassment refers to any unwelcome conduct, advances, or comments of a sexual nature that create a hostile or intimidating environment in the workplace. This includes inappropriate gestures, offensive jokes, or unwanted physical contact. Employers are responsible for addressing and preventing such behavior, ensuring a safe work environment for all employees.

Click here to know more.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the New Hampshire sexual harassment training requirements?

According to New Hampshire’s policy on harassment, all state employees have the right to work in a safe environment free from sexual harassment. The state is committed to eliminating and preventing workplace misconduct before it escalates to the level of sexual harassment.

To make this successful, all state employees, both supervisory and non-supervisory employees, must receive training to stay aware of the state’s policy against sexual harassment.

However, there are no training requirements for private employees. Federal agencies like  EEOC and state courts encourage employers to provide training, so they avoid legal liabilities and penalties in the long run.

What are the training requirements in terms of frequency, duration, and content?

As far as the requirements are concerned, there are a few laws for state employees and employers.

• The state’s policy against harassment should be communicated to everyone in the company in writing.
• There should be posters displayed in the workplace that show the state’s opposition to harassment. These posters should also inform employees of their rights to file a complaint against harassment with the EEOC or New Hampshire Commission on Human Rights.

Now coming to the duration and frequency, the policy mentions that every state agency or department should provide training periodically. The content shall include reporting and investigation procedures along with other basic topics.

In addition, new employees should receive a copy of the state policy as part of their orientation program. Within the first year of employment, they should attend a training session to understand this policy. On the other hand, all supervisory employees should annually participate in sexual harassment training to know about all types of conduct prohibited in the workplace.

Are there any exceptions to the training requirements?

No, there are no exceptions to the training requirements.

What are the consequences of non-compliance with the training requirements?

The consequences will be almost the same as in the other states. 

However, please note that New Hampshire takes cases of sexual harassment very seriously, and they have established procedures for the same.

In addition, every case is treated with high confidentiality during the investigation process.

So, if you are found guilty, you may also need to pay hefty fines and penalties depending on the gravity of the offense.

32. New Jersey

What is sexual harassment according to New Jersey law?

According to New Jersey Law Against Discrimination (LAD), sexual harassment can include physical harassment, obscene language, or visual harassment.

The law categorizes sexual harassment into two types:

• Quid pro quo which involves sexual favors in exchange for promotion, increase in pay, etc.
• Hostile work environment, which involves certain conduct that threatens one’s ability to perform better

For more information, visit this page.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the New Jersey sexual harassment training requirements?

Under New Jersey law, all government employees should receive training within six months of their employment. Following that, they must take refresher courses after every two years.

In fact, all employers should do the same. While training for private employees may not be a compulsion, the best practice is to provide training to all employees, including managers and supervisors.

What are the training requirements in terms of frequency, duration, and content?

For state employees, training should be provided within 6 months of their joining, and after that, they should take certified refresher courses on sexual harassment.

There’s no such requirement for private employees, but ideally, training should be provided periodically, and the duration must be 1 to 2 hours long.

The new proposed legislation on anti-harassment laws requires employers to include topics like the definition of harassment and unlawful employment discrimination, examples of prohibited behavior, information on bystander intervention, directions on how to contact the NJ’s Division of Human Rights, examples of retaliation, etc.

Are there any exceptions to the training requirements?

As of now, there are no exceptions.

What are the consequences of non-compliance with the training requirements?

The consequences are pretty much the same as in other states. If you fail to safeguard your employees against harassment or take appropriate measures for addressing the cases of harassment, then you may be legally liable for the damages caused to the victim.

In addition, cases of harassment usually cause harm to your company’s reputation, which could lead to reduced profits and higher turnovers.

33. New Mexico

What is sexual harassment according to New Mexico law?

According to  New Mexico Statutes Code 1.8.4.15, sexual harassment can include offensive conduct which can threaten an individual’s ability to perform their job roles.

Some examples include the following:

• Sexual jokes or abusive sexual teasing
• Sexual innuendo
• Physical touch
• Virtual harassment, which includes displaying pornographic images
• Verbal harassment like using offensive language
• Demanding sexual favors in return for employment benefits

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the Mexico sexual harassment training requirements?

Currently, there are no such requirements for the state of Mexico. However, training should be provided to all employees, both public and private, irrespective of their position or industry.

What are the training requirements in terms of frequency, duration, and content?

In Mexico, the laws do not specify the duration, frequency, or content. The training should be ongoing to ensure employees are updated on the current federal and state sexual harassment laws.

Ideally, employers should provide training periodically, and the duration could be between 1 and 2 hours. It can be more than that, depending on what topics you want to cover in your training program.

Again when it comes to content, it should cover the general topics which we have already mentioned earlier. Topics like what constitutes harassment, its negative impacts, ways to report incidents of harassment, consequences of engaging in sexual harassment, and more.

Are there any exceptions to the training requirements?

There are no laws in Mexico, so there are no exceptions as well. Employers should aim to train all their employees to create a safe and inclusive work culture. By making sexual harassment training mandatory, organizations can demonstrate their commitment to creating a respectful workplace.

What are the consequences of non-compliance with the training requirements?

The consequences are similar to those in other states.

If you neglect to protect your employees from harassment or fail to take necessary steps to address instances of harassment, you could face legal responsibility for any harm caused to the victim.

Moreover, cases of harassment can negatively impact a brand’s image. It can also lead to a loss of revenue and higher staff turnover rates.

34. North Carolina

What is sexual harassment according to North Carolina law?

Sexual harassment is a form of workplace discrimination that may or may not involve physical contact. Words alone can lead to harassment if it involves using vulgar or offensive language.

When sexual harassment occurs in the workplace, it violates Title VII of the Civil Rights Act of 1964. Conduct that does not involve sexual contact is also considered sexual harassment. Examples include requests for sexual favors, making sexual jokes or lewd comments, etc.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by North Carolina sexual harassment training requirements?

North Carolina does not tolerate workplace harassment of any nature. However, there are no laws about sexual harassment training requirements.

As already discussed before, it is highly recommended that employers provide training from time to time to reduce liabilities and avoid costly lawsuits. All state agencies should create a plan for workplace harassment that includes training and other educational opportunities for state employees.

View the state policy document here.

What are the training requirements in terms of frequency, duration, and content?

There are no training requirements, as already explained in the previous answer.

Employers must aim to train their employees periodically; the duration should be at least 2 hours. However, the frequency and duration can be longer depending on the training topics and delivery methods.

When it comes to content, make sure you add the following topics to your training program:

• Definition of sexual harassment
• Explanation of state and federal policies
• Employer’s policies on sexual harassment
• How to prevent harassment
• Role of supervisors and managers in preventing and addressing workplace harassment
• Reporting procedures

These are just some of the basic things to add. You can add more topics based on your needs.

Are there any exceptions to the training requirements?

There are no exceptions. All employees are required to be trained as recommended by the state courts and EEOC.

What are the consequences of non-compliance with the training requirements?

While there are no direct consequences for non-compliance with the training requirements, employers can be held liable for failing to prevent harassment or act proactively to address issues of harassment.

Apart from lawsuits, fines, and penalties, one of the far-reaching consequences is that sexual harassment tarnishes your company’s image and reputation, which could further lead to reduced profits and high staff turnover.

35. North Dakota

What is sexual harassment according to North Dakota law?

According to North Dakota laws, sexual harassment is a kind of discrimination prohibited under Title VII of the Civil Rights Act of 1964. It categorizes harassment into – quid pro quo and hostile work environment. It also mentions that sexual harassment can happen between same-sex as well. Go through this document for more details.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the North Dakota sexual harassment training requirements?

There are no requirements for sexual harassment training in North Dakota. However, according to the North Dakota Department of Labor, employers must take reasonable steps to prevent harassment and provide options to employees for reporting incidents of harassment.

What are the training requirements in terms of frequency, duration, and content?

North Dakota does not have any specific requirement as far as duration, frequency, or content is concerned.

However, training should be an ongoing process where you must keep your employees informed about what constitutes harassment, ways to prevent it, and what to do if they experience or witness harassment.

Are there any exceptions to the training requirements?

There are no specific laws in the first place, so there are no such exceptions.

What are the consequences of non-compliance with the training requirements?

As far as consequences are concerned, failure to provide training could increase the risk of harassment, giving way to lawsuits, complaints, or other regulatory actions.

36. Ohio

What is sexual harassment according to Ohio law?

As per Ohio Civil Rights Commission, sexual harassment is considered any unwanted behavior which creates an uncomfortable work environment. Sexual harassment can occur in several ways including, physical conduct, verbal abuse, and non-verbal actions.

Sexual harassment is illegal under state and federal laws and can present itself as quid pro quo harassment and a hostile working environment.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the Ohio sexual harassment training requirements?

There are no explicit, written laws with regard to sexual harassment training in Ohio. However, EEOC and court decisions have clarified that all employees should receive training regardless of their position or job role.

What are the training requirements in terms of frequency, duration, and content?

Since there are no laws, there are no specific requirements regarding the frequency, duration, or content.

However, it is advised that you should periodically train your employees. As far as the duration is concerned, it should ideally be 1 to 2 hours long.

Your training program should include topics like the definition and examples of sexual harassment, negative impacts of sexual harassment, ways to report incidents of harassment, consequences of engaging in sexual harassment, and more.

Are there any exceptions to the training requirements?

No, there are no exceptions to the training requirements.

What are the consequences of non-compliance with the training requirements?

It’s the same as in the other states.

37. Oklahoma

What is sexual harassment according to Oklahoma law?

The Oklahoma Administrative Code (335:15-3-10) defines sexual harassment in the same manner as mentioned in federal laws.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the Oklahoma sexual harassment training requirements?

Sexual harassment training in Oklahoma is not mandatory, but employers should provide such training to private and public employees. This also includes managers, supervisors, independent contractors, etc.

What are the training requirements in terms of frequency, duration, and content?

Oklahoma has no training requirements, so there are no specified duration or frequency.

The same goes for content. Try to cover all the important topics like the definition of harassment, explain its negative impacts, provide information on the reporting procedures, consequences of engaging in sexual harassment, etc.

Are there any exceptions to the training requirements?

No, there are no exceptions to the training requirements.

What are the consequences of non-compliance with the training requirements?

Again, there won’t be any direct consequences if you fail to provide training.

However, the victims can file a lawsuit against you if you fail to prevent harassment in the workplace. Suppose there is sufficient proof that the employer had been negligent in protecting their workforce against sexual harassment. In that case, the employer may need to pay hefty fines and compensation for damages caused to the victim.

38. Oregon

What is sexual harassment according to Oregon law?

Sexual harassment is a kind of discrimination prohibited under the state and federal laws. Requesting someone for sexual favors in exchange for employment benefits, unwelcome sexual advances, making sexually colored remarks, using abusive language, showing pornographic images, etc., constitute harassment in the workplace.

To claim sexual harassment, the behavior has to be unwelcome. In other words, unwelcomeness can be expressed in non-verbal ways as well. Moreover, sexual harassment can occur between same-sex and individuals of different sex. Check this document for more details.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the Oregon sexual harassment training requirements?

There’s no law with regard to sexual harassment training, however, Oregon Government Technical Assistance for Employers mention that they agree with the EEOC on the fact that employee training on sexual harassment is essential.

EEOC and various rulings of the state courts have clarified that it’s the best practice to train all employees. This will reduce the chance of costly lawsuits and also helps maintain the company’s goodwill and reputation.

What are the training requirements in terms of frequency, duration, and content?

Since there are no specific laws, there’s no mention of the duration, frequency, or content. However, like any other state, employers should annually train their employees for 2 hours.

Coming to the content, your training should cover all the essential topics like what sexual harassment is, how it impacts the work environment, ways to prevent it, the complaint process, the company’s internal processes, etc.

Are there any exceptions to the training requirements?

No, there are no exceptions to the training requirements in Oregon.

What are the consequences of non-compliance with the training requirements?

Fines, penalties, or regulatory actions are just some of the adverse consequences you might face if you fail to prevent or address issues of harassment.

Though training is not mandatory, the training records serve as documented evidence in several ways, such as in a lawsuit or legal complaint, during an internal investigation, or in an audit or compliance review.

39. Pennsylvania

What is sexual harassment according to Pennsylvania law?

The Commonwealth of Pennsylvania defines sexual harassment as misconduct that involves requests for sexual favors, verbal or physical conduct that is sexual, and unwelcome sexual advances.

It further states that a behavior/conduct can be considered sexual harassment if:

• submission to such behavior is made a condition of employment
• where an individual’s acceptance or rejection of such conduct is used to make employment decisions
• where the conduct interferes with an individual’s work performance or creates a hostile work environment

You can also check this official website for more details.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the Pennsylvania sexual harassment training requirements?

Pennsylvania Commission on Human Rights requires all employees, irrespective of their position or industry, to receive training on sexual harassment prevention.

Employers need to take steps to prevent sexual harassment. They can do this by expressing strong disapproval against harassment, creating effective policies, and informing employees on how to raise the issue of harassment under the Pennsylvania Human Rights Act and Title VII of the Civil Rights Act.

What are the training requirements in terms of frequency, duration, and content?

The frequency and duration in Pennsylvania will depend on the company’s size.

But ideally, employers should provide training to all employees within one year of joining and the duration should be 2 hours.

As far as the content is concerned, you must cover the following topics:

• Explain federal and state laws regarding sexual harassment
• Define sexual harassment with suitable examples
• Types of conduct that constitute harassment
• Employer’s internal company policies
• Reporting procedures
• Legal remedies available to the victims of harassment

Are there any exceptions to the training requirements?

No, there are no exceptions.

What are the consequences of non-compliance with the training requirements?

If an employee experiences sexual harassment, the employer may be held accountable for their inaction.

In fact, employees can also file a complaint stating that the employer has not provided training in the first place.

This could lead to claims of discrimination, harassment, and retaliation. In addition, the employer may also face fines or other penalties.

Therefore, training should be taken seriously to build a safe work culture.

Maintain records of training efforts to demonstrate compliance with the law in case of a legal claim.

Please note that there are plenty of laws that protect the victims of sexual harassment. This includes:

• The Crime Victims Rights Act
• Title VII of the Civil Rights Act
• Chapter 62A of Title 42 of the Pennsylvania Consolidated Statutes
• Title 18 of the Pennsylvania Consolidated Statutes, Section 3104

So, training is one of the best ways to stay protected from any legal liabilities.

40. Puerto Rico

What is sexual harassment according to Puerto Rico law?

The definition of sexual harassment is the same as in the federal laws.

However, there is a law in Puerto Rico that stops bullying and harassment at work. Examples of harassment include:

• Swearing and saying mean things about an employee
• Saying things about how bad an employee is at their job in front of others
• Making fun of an employee’s ideas or opinions

Employers in Puerto Rico have to follow this law by doing three things:

• Have a rule against harassment and bullying
• Post a notice about the rule
• Teach employees about the rule and how to follow it

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the Puerto Rico sexual harassment training requirements?

The recent amendment to the workplace law (Act 17 – 1988) expands protection to all employees, including paid and unpaid interns.

As per the amendment, the term “individual” will extend to all those doing internships for training or educational purposes, irrespective of whether they are getting monetary compensation.

Please go through this document for more details.

What are the training requirements in terms of frequency, duration, and content?

Puerto Rico has no regulation mandating training. Therefore, there is no specified frequency, duration, or content requirement.

However, employees should be trained periodically, and the duration must be long enough to cover all the essential topics, including the latest amendments that have been made to workplace laws.

Are there any exceptions to the training requirements?

No, there are no exceptions. The recent amendment covers paid and unpaid interns as well. So, technically no one is exempt from training.

What are the consequences of non-compliance with the training requirements?

It’s the same as in the other US states. When an employee undergoes sexual harassment, the employer can be held responsible for failing to take action. Furthermore, employees can file a complaint if the employer has neglected to provide appropriate training. This can result in allegations of discrimination, harassment, and retaliation. Additionally, the employer may face monetary fines or other punitive measures.

41. Rhode Island

What is sexual harassment according to Rhode Island law?

The Rhode Island Commission for Human Rights considers sexual harassment a violation of federal and state laws. It is a kind of discrimination that occurs when an individual pressurizes someone for sexual favors, makes vulgar jokes or comments, makes unwelcome sexual advances, and engages in behavior that is sexual.

As per the law, the harasser could be an employer agent, supervisor/manager, co-worker, supervisor of the other department, or non-employees.

Apart from employers, the prohibition against sexual harassment applies to employment agencies, labor organizations, and those who assist and facilitate unlawful employment practices.

Refer to the official website for more information.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the Rhode Island sexual harassment training requirements?

According to R.I. General Laws (Section 28-51-2), all employees should be provided training, including new employees and members, within one year of their employment or membership. Additional training is necessary for supervisors and managers, including the new ones, within one year of employment.

What are the training requirements in terms of frequency, duration, and content?

According to this policy, all employers and employment agencies should create a safe workplace. To do this, they should adopt a sexual harassment prevention policy that would include statements on the following:

• Sexual harassment is unlawful
• Retaliating against someone for filing a harassment complaint is unlawful
• Definition and examples of harassment
• Consequences for those who engage in harassment
• Process for filing harassment complaints along with contact details of the authorities to whom such complaints will be made
• Share contact details of all the federal and state agencies so that employees can reach them in case of harassment

As far as the frequency is concerned, all employees including supervisors and managers should receive training within one year of employment. Also, employers must maintain a copy of their written policies on harassment prevention, and such copies should be made available to federal and state agencies upon request.

There’s no mention of duration as such. However, the length should be 2 hours so that you can cover all the essential topics in your training program.

Are there any exceptions to the training requirements?

There are no exceptions to the training requirements.

What are the consequences of non-compliance with the training requirements?

There are no consequences as such. However, like in other states, non-compliance with state or federal laws could lead to penalties and fines.

42. South Carolina

What is sexual harassment according to South Carolina law?

According to the South Carolina Human Affairs Commission (SCHAC), sexual harassment at work includes acts or behaviors which often include unwanted sexual advances, requests for sexual favors, and any other conduct which are offensive or sexual.

It is also considered harassment if someone makes offensive comments about a person’s gender. Sexual harassment becomes illegal when it creates a hostile work environment or if the employee being harassed suffers retaliation like demotion or termination.

Anyone can be responsible for harassment – a co-worker, a supervisor, or even non-employees like a customer or client.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the South Carolina sexual harassment training requirements?

There are no sexual harassment training requirements in this state. However, regulatory bodies like EEOC and state courts encourage employers to provide training to all employees.

What are the training requirements in terms of frequency, duration, and content?

South Carolina does not have any specific training requirements.

However, you should aim to train all your employees at least once a year, and the duration could depend on the topics you’re covering and the mode of training delivery. Ideally, it should be 2 hours so that employees can ask questions and clear their doubts.

As far as the content is concerned, try to cover all the essential topics such as the definition of harassment, examples of behaviors that constitute harassment, reporting policies, the company’s policies on harassment, information on the state and federal laws, etc.

Are there any exceptions to the training requirements?

No, there are no exceptions to the training requirements.

What are the consequences of non-compliance with the training requirements?

The consequences would be the same as the other states. No matter what state you reside in, employees have the right to file a complaint with the state or federal bodies if they are subjected to workplace harassment.

Upon investigation, the employer will be penalized and fined if the charges are accurate.

43. South Dakota

What is sexual harassment according to South Dakota law?

As per the South Dakota Dept. of Labor and Regulation, sexual harassment can occur if employment decisions are based upon someone’s acceptance or refusal of sexual favors. This is Quid Pro Quo harassment.

On the other hand, if someone’s behavior or conduct leads to a hostile working environment or impacts their ability to perform, it would also be considered workplace harassment.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the South Dakota sexual harassment training requirements?

There are no specific laws about sexual harassment training. However, federal laws and state courts encourage employers to train all employees, including interns, contractors, and independent workers.

Apart from this, a new Supreme Court rule mentions that all active members of the State Bar of South Dakota must complete sexual harassment prevention training within two years of enactment of this rule or admission to the practice of law. The members will lose their membership if they fail to receive such training, the members will lose their membership.

What are the training requirements in terms of frequency, duration, and content?

Since there are no laws with regard to sexual harassment prevention training, there’s no mention of the frequency, duration, or content.

However, it is recommended that employers provide regular training to all employees. Additionally, the South Dakota Department of Labor and Regulation suggests that training should cover topics such as:

• The definition of sexual harassment
• Examples of inappropriate behavior
• How to report harassment
• Consequences of violating the company’s policies on harassment

It is also important for employers to document their sexual harassment training efforts and ensure that all employees know the company’s policies and procedures for reporting and investigating harassment complaints.

Are there any exceptions to the training requirements?

No, there are no exceptions to the training requirements.

What are the consequences of non-compliance with the training requirements?

As there are no laws, there are also no specific legal consequences.

However, the employer’s failure to provide adequate training and prevent harassment could be used as evidence of negligence.

This could potentially result in legal liability and damages for the employer. In addition, it could also lead to negative publicity and damage to the company’s reputation.

44. Tennessee

What is sexual harassment according to Tennessee law?

Tennesse law has a comprehensive definition of sexual harassment. Here is the official website link. Please go through it.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by Tenessee sexual harassment training requirements?

While there are no sexual harassment training requirements for non-government employees, Tennessee State Employees’ Sexual Harassment Training Law requires all state employees to receive such training.

What are the training requirements in terms of frequency, duration, and content?

There are no requirements as such.

Generally speaking, you should train your employees at least once a year, and it should be an ongoing process. The duration needs to be 2 hours so that you can cover all the essential topics.

This includes the definition of harassment, examples of behaviors that constitute harassment, reporting policies, contact details of the persons to whom the victims can file a complaint, the company’s policies on harassment, information on state and federal laws, etc.

Are there any exceptions to the training requirements?

No, there are no exceptions to the training requirements.

What are the consequences of non-compliance with the training requirements?

There are no such direct consequences for not providing training. However, it could be used against the employer as evidence by the victim to prove that the employer didn’t provide training to prevent harassment in the workplace.

This could lead to fines and penalties. On top of that, employers may also need to pay for physical, mental, and emotional damages. Furthermore, such cases can also reduce employee productivity, loss of trust, and high turnover rates.

45. Texas

What is sexual harassment according to Texas law?

Title VII of the Civil Rights Act and Texas Labor Code Chapter 21 protect employees from sexual harassment.

It is defined as those behaviors which include requests for sexual favors, unwelcome advances, or verbal and physical conduct which are of sexual nature. If an individual is subjected to such behavior or creates a hostile work environment, it would lead to sexual harassment.

Apart from this, several other aspects are taken into consideration.

• Sexual harassment can take place between same-sex and not just opposite sexes.
• Harassment from vendors, contractors, stakeholders, clients, or customers would be workplace harassment.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by Texas sexual harassment training requirements?

Texas does not have any specific laws with regard to non-government workers. However, it is mandatory for state workers, as mentioned in the Texas Employment Discrimination laws. As per the law, state employees must receive training within 30 days of employment and additional sexual harassment training once in two years thereafter.

The Texas Labor Commission, on the other hand, requires employees to sign a statement as proof that they have completed the training. Click here to know more.

What are the training requirements in terms of frequency, duration, and content?

For state employees, the frequency is already mentioned in the previous answer. However, there are no laws for private employees.

You can follow the duration and frequency specified in the federal laws. It should be held annually. That said, you have the sole discretion to decide on the standards based on your training requirements.

For content, try to cover the main topics like what sexual harassment is, its negative impacts, ways to recognize it, and the procedures to follow for reporting cases of harassment. The training should also teach them to be professional and maintain ethics at work.

Are there any exceptions to the training requirements?

No, there are no exceptions to the requirements.

What are the consequences of non-compliance with the training requirements?

The consequences could be the same as in any other state. Employers are held accountable for harassment cases even if they are not responsible. This is because they are legally obligated to provide an environment safe from harassment (Title VII of the Civil Rights Act of 1964).

Employers are responsible for taking reasonable steps to avoid harassment or take the right disciplinary actions against harassers. So, failure to take the right steps or provide training to create awareness could be potential reasons why employers may be subjected to legal actions and penalties.

46. Utah

What is sexual harassment according to Utah law?

The Utah Anti-Discrimination Act prohibits all forms of harassment, including sexual harassment. The state’s labor commission defines harassment as a behavior that includes asking for sexual favors, unwelcome sexual advances, and physical or verbal conduct which are of sexual nature.

However, it has also been mentioned that harassment is not just about inappropriate behavior between two opposite sexes. Same-sex employees and men can also be a victim of sexual harassment.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the Utah sexual harassment training requirements?

Under Utah laws, training is mandatory for all state employees but not for private employees. However, such training is highly recommended for non-government employees and helps prevent costly lawsuits and reduces legal liabilities.

What are the training requirements in terms of frequency, duration, and content?

As per the Utah Administrative Code Rule (R477-15), state employees must receive approved sexual harassment training within 3 months of employment and an additional training course after every two years.

However, there is no specific requirement for private employees. You should at least try to provide training periodically. The duration should be long enough to cover all the essential topics like the definition of harassment, information on federal and state laws, the company’s internal processes, remedies available to victims, etc.

Are there any exceptions to the training requirements?

No, there are no such exceptions to the training requirements.

What are the consequences of non-compliance with the training requirements?

Since there are no specific requirements, employers won’t face any direct consequences. However, they could be held accountable if they fail to provide training or prevent harassment in the workplace.

To avoid costly lawsuits and penalties, you should have appropriate policies in place, and you must, from time to time, train your employees on the same.

47. Vermont

What is sexual harassment according to Vermont law?

Under Vermont laws, sexual harassment is defined as an unfair employment practice that involves requests for sexual favors, unwelcome sexual advances, or any kind of verbal or physical conduct that are sexual.

If such behavior or conduct is made a term of employment condition, a basis for an employment decision, or creates a hostile work environment, it will be considered sexual harassment.

Sexual harassment is categorized into quid pro quo harassment and hostile work environment.

Check out Title 21 V.S.A. Section 495d (13).

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the sexual harassment training requirements?

Employers and labor organizations are required to provide training to all employees, including supervisory and managerial employees and members.

Every individual who engages a person to perform work or services is obligated to maintain a harassment-free workplace.

What are the training requirements in terms of frequency, duration, and content?

Regarding the training requirements, all employers and labor organizations should train their new employees within one year of employment. For the existing employees, training and education should be provided annually.

Apart from this, new supervisors and managers should receive training within one year of starting their employment. All employers, appropriate state agencies, and labor organizations are required to take part in making this training available to all employees.

As far as the content is concerned, below is the list of the things you need to cover:

• Description and examples of sexual harassment
• Information on the consequences for employees who engage in harassment
• Process of filing internal complaints
• Contact information of the persons to whom the complaint should be made
• Complaint process of the federal and state agencies and directions on how to contact them

Visit this section for more details.

Are there any exceptions to the training requirements?

No, there are no exceptions to the training requirements.

What are the consequences of non-compliance with the training requirements?

The consequences of failure to comply with training requirements haven’t been mentioned in the Vermont state statute. However, like in any other state, employers may be required to pay fines and compensation for damages caused to the victim.

48. Virginia

What is sexual harassment according to Virginia law?

The definition covered by the Virginia state laws is the same as what is mentioned in the federal laws.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by the Virginia sexual harassment training requirements?

The Code of Virginia was recently amended, and based on the new changes, “employer” would mean all those who employ five or more employees. It also includes the Commonwealth and its institutions, agencies, and political subdivisions.

According to this new law, sexual harassment training must be provided to all employees, including supervisors, managers, temporary, seasonal, and migrant workers.

What are the training requirements in terms of frequency, duration, and content?

Starting from 1st January 2023, all supervisory employees should receive  2 hours of sexual harassment training prevention. In the same vein, the nonsupervisory employees should be provided with one hour of training, followed by training after every  2 years.

New employees not in supervisory positions should receive this training within 6 months of being hired. New employees who are given a supervisory role also need this training within six months of starting their position.

Please visit the official website for clear insights into the training requirements and content.

Are there any exceptions to the training requirements?

Yes, there is an exception to this training requirement. If an employer has already given an employee this training in 2021, they don’t have to provide refresher training until 2 years after the 2021 training date.

What are the consequences of non-compliance with the training requirements?

If the employer fails to provide such training as mentioned in the Virginia laws, the department may seek an order to ensure that the employer complies with the requirements.

49. Washington

What is sexual harassment according to Washington law?

Washington’s Civil Rights Division defines sexual harassment as a form of illegal discrimination that involves unwelcome sexual advances, requesting someone for sexual favors, or any form of physical or verbal conduct that are sexual. It says that all forms of harassment are illegal, and employers may be liable if they fail to protect their employees against it. View this one-page flier for more information.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by Washington sexual harassment training requirements?

Washington requires certain industries to provide sexual harassment prevention training. This includes hotels, property service contractors, motels, and retail corporations.

According to this executive order, all state employees should receive training.

Apart from this, the Washington State Human Rights Commission (HRC) is actively promoting the completion of sexual harassment training. Responding to a request made by the Washington State legislature through Senate Bill 6471, the Washington HRC Division has developed a comprehensive model sexual harassment policy.

For those interested in accessing the policy, it is readily available on the Washington Human Rights Commission Web Page.

What are the training requirements in terms of frequency, duration, and content?

The Washington state law does not mention the duration, but it says all state employees should receive training within 3 months of employment and then once every 3 years.

As far as the content is concerned, employers should train their employees on what constitutes harassment, sexual discrimination, and assault in the workplace. Apart from this, employees should be trained with scenarios so that they can identify any kind of misconduct. The content should also have all the contact details of state and federal bodies focused on preventing and addressing sexual harassment.

Are there any exceptions to the training requirements?

No, there are no exceptions to the training requirements in Washington.

What are the consequences of non-compliance with the training requirements?

Failure to comply with the training requirements could result in legal lawsuits against the employer, and if found guilty, they may be penalized with hefty fines.

50.. West Virginia

What is sexual harassment according to West Virginia law?

According to West Virginia (WV) law, harassment that takes place based on sex in the workplace is a violation of W. VA. Code Section 5-11-9 (a) (1).

Sexual harassment includes unwelcome sexual advances, requests for sexual favors, or, verbal or physical behavior that are of sexual nature. When such behavior is made a condition of employment or as a basis for making employment decisions, then it constitutes harassment in the workplace.

Other sexual harassment conduct that managers or supervisors may commit includes offensive comments, showing sexually suggestive books, cartoons, or pictures, commenting about someone’s body, etc.

Visit this page for more information.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by West Virginia sexual harassment training requirements?

West Virginia does not have any specific requirements for sexual harassment training. However, there’s a model policy for private employers adopted by the West Virginia Bureau of Risk Management. Please check out the policy here.

What are the training requirements in terms of frequency, duration, and content?

There’s no mention of the duration or frequency as there are no specific laws.

However, the training program must include the state’s policies and expectations, ways to address formal and informal procedures, reporting procedures, how to be sensitive to general problems in the workplace, etc.

Are there any exceptions to the training requirements?

No, there are no exceptions as such.

What are the consequences of non-compliance with the training requirements?

Since there are no laws, employers won’t be directly liable for not providing training. However, training is one such requirement that can serve as excellent proof if a lawsuit is filed against the employer. This is one of the reasons why most states in the US require employers to maintain training records.

To avoid penalties and fines, employers should have well-defined policies for sexual harassment prevention and take appropriate disciplinary actions against the harasser.

51. Wisconsin

What is sexual harassment according to Wisconsin law?

According to the Wisconsin DWD Equal Rights Division, there are two situations where harassment in the workplace can be considered illegal.

• When the supervisor or manager discriminates against someone based on their protected characteristics.
• When the harassment is directly related to one of these protected characteristics.

Sexual harassment includes unwanted advances, requests for sexual favors, or any verbal or physical actions of a sexual nature. It becomes illegal under three conditions:

• When it’s a requirement for employment.
• When it affects employment decisions.
• When it creates a hostile or offensive work environment.

Determining whether conduct is considered harassment can be tricky because it depends on how the person experiencing it perceives it. What one person finds acceptable, another might find offensive. The U.S. Supreme Court uses the “reasonable person” standard to determine if the conduct is harassing.

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by Wisconsin sexual harassment training requirements?

As per Wisconsin DWD Equal Rights Division, it’s a compulsion for all employers to provide sexual harassment prevention training and periodically remind them of their commitment to maintaining a healthy workplace. It also states that how an employer handles harassment with its employees will play a significant role in legal cases and greatly impact decision-making.

Other than that, federal bodies like EEOC encourage all employers to provide training to their employees, including part-time workers, contractors, etc.

What are the training requirements in terms of frequency, duration, and content?

There is no mention of the frequency, duration, or content. However, you must periodically train your employees to keep them updated on the latest laws and regulations on sexual harassment prevention.

The duration should be long enough to cover all the important topics like the meaning and examples of harassment, the company’s internal policies, reporting process, information on how to contact federal or state agencies responsible for handling cases of harassment, etc.

Are there any exceptions to the training requirements?

No, there are no exceptions to the requirements.

What are the consequences of non-compliance with the training requirements?

The consequences will be the same as in other US states.

Employers may need to pay for the damages caused to the victim, or they may be required to pay fines and penalties if they fail to prevent and address the cases of harassment.

52. Wyoming

What is sexual harassment according to Wyoming law?

The definition of sexual harassment according to Wyoming law is the same as what is mentioned in the federal laws.

Under the Anti-Discrimination and Sexual Harassment Policy, the following conduct is considered illegal and will constitute workplace harassment if:

• An individual denigrates or shows hostility toward another person because of their protected characteristics
• An individual’s act or behavior creates an intimidating and hostile work environment
• Such conduct affects employment decisions or individual’s work performance

Recommended Courses:

• Federal Sexual Harassment Training 
• Diversity, Equity, and Inclusion
• Handling Workplace Violence
• Ethics Training in the Workplace
• Code of Conduct Training

Who is covered by Wyoming sexual harassment training requirements?

Wyoming does not have any special requirements for sexual harassment training. However, federal bodies and state courts recommend all employers provide training to avoid costly lawsuits and reduce liabilities.

What are the training requirements in terms of frequency, duration, and content?

Wyoming has no special requirements, so there’s no mention of the frequency, duration, or content.

However, you should train your employees annually and keep the duration to a minimum of 2 hours.

The content should cover all the important topics, such as the definition and examples of sexual harassment, the company’s internal policies, ways to prevent harassment, bystander intervention, information on how to contact the respective state and federal agencies to report harassment, etc.

Are there any exceptions to the training requirements?

No, there are no exceptions to the training requirements.

What are the consequences of non-compliance with the training requirements?

Since there are no mandatory training requirements, employers will not be directly held liable for not providing training. However, employees can file a lawsuit against their employers if they fail to prevent harassment or take disciplinary actions against the harasser.

In addition, a lack of training would mean a lack of awareness of right and wrong conduct. So, the absence of training could be cited as evidence to prove the employer’s negligence in addressing issues of harassment.

Build a Safe Environment With Sexual Harassment Training 

The issue of workplace harassment demands your immediate attention and action.

It’s not just about compliance with federal or state laws and regulations but a moral obligation for everyone to build a safe workplace for all.

As explored in this guide, sexual harassment training requirements vary from state to state across the United States.

But one thing is clear.

Providing training is essential for building a culture that values respect, dignity, and professionalism.

Let us not forget this: Sexual harassment can cause victims profound emotional and psychological damage. No amount of money can compensate for these damages.

So, you should take the initiative to prevent harassment in the workplace.

Follow this guide as a call to action so that you can fight against sexual harassment in the workplace. This will protect your employees, help you maintain your company’s reputation, and retain employees in the long run.

If you want to train your employees on sexual harassment prevention, try using a learning management system (LMS), as most of them come with readymade courses on harassment, e-learning authoring tools,  virtual classroom, built-in quizzes, and surveys, LMS reporting features, online collaboration, white labeling, etc.